Equileap Gender Equality Indices

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Equileap

TYPE OF RESOURCE
  • IIndices

TARGET AREA
  • Indices and Benchmarks

TARGET UNIT
  • Corporate Reporting, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Equileap Gender Equality Indices

Equileap
Equileap, leading organization providing data and insights on gender equality in the corporate sector, has designed several gender equality indices. These gender equality indices have gathered data on over 3,000 companies. Investment professionals can license this data to screen existing portfolios or create new products. The following Equileap indices have 19 measures that are grouped into four categories:

  1. Gender balance in leadership criteria: Non-executive board, executives, senior management, workforce, promotion and career development opportunities.
  2. Equal compensation and work life balance criteria: Fair remuneration, equal pay, parental leave, flexible work options.
  3. Policies promoting gender equality criteria: Training and career development, recruitment strategy, freedom from violence, abuse and sexual harassment, safety at work, human rights, social supply chain, supplier diversity, employee protection.
  4. Commitment to transparency and accountability criteria: Commitment to women’s empowerment, audit.

The following comprise Equileap’s Gender Equality Indices:

  • Solactive Equileap North American Gender Equality Index: Provides exposure to companies listed and domiciled in Canada that have demonstrated a commitment to gender diversity as part of their corporate responsibility strategy.
  • Solactive Equileap European Gender Equality 75 Index: Provides exposure to the top European companies that are leading the way in gender equality.
  • Morningstar Women’s Empowerment Index built with Equileap: Provides exposure to U.S companies that have incorporated gender diversity within their policies and corporate culture and ensure that all employees have equal opportunity.
  • Solactive Equileap Global Gender Equality Index Family: Tracks the top companies leading the way in gender equality internationally and with specific regional focus.
  • Solactive Equileap Global Gender Equality 100 Leaders Index: Tracks the top 100 companies leading the way in gender equality internationally.

To learn more, click here.

Thomson Reuters Diversity and Inclusion Index

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Thomson Reuters

TYPE OF RESOURCE
  • IIndices

TARGET AREA
  • Indices and Benchmarks

TARGET UNIT
  • Corporate Reporting, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Thomson Reuters Diversity and Inclusion Index

Thomson Reuters
The Thomson Reuters Diversity and Inclusion Index transparently and objectively measures the relative performance of companies against factors that define diverse and inclusive workplaces. After ranking over 7,000 companies based on ESG data, the D&I Index identifies the top 100 publicly traded companies with the most diverse and inclusive workplaces. Top ranked companies include Gap, Nestlé, and Microsoft.

The index’s 24 metrics are organized into four pillars:

  1. Diversity: Measures board gender diversity, new women employees, diversity process, etc.
  2. Inclusion: Measures flexible working hours, day care services, employees with disabilities, etc.
  3. People development: Measures internal promotion, management training, employee satisfaction, etc.
  4. News & controversies: Measures diversity and opportunity controversies, and wages or working conditions controversies.

Learn more here

Bloomberg’s Gender-Equality Index (GEI)

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Bloomberg

TYPE OF RESOURCE
  • IIndices

TARGET AREA
  • Indices and Benchmarks

TARGET UNIT
  • Corporate Reporting, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Bloomberg's Gender-Equality Index (GEI)

Bloomberg
The Bloomberg Gender-Equality Index (GEI) is an international standardized reporting and disclosure method to allow companies to publicly illustrate their commitment to equality and advancing women in the workplace. The Bloomberg Terminal is the only place where investors can access comprehensive and comparable information about gender equality at publicly funded businesses.

Bloomberg’s Gender Reporting Framework is provided to companies at no cost to allow them to promote gender equality across different areas. In 2019, 230 companies were included in the Index, including Scotiabank, Sodexo, and Unilever. Bloomberg’s 2020 Gender Reporting Framework is outlined below:

Section 1: Female leadership & talent pipeline: Measures the company’s commitment to attracting, retaining, and developing women into senior leadership positions.

Section 2: Equal pay & gender pay parity: Addresses how a company is closing the gender pay gap through transparent and effective action plans.

Section 3: Inclusive culture: Evaluates the policies, benefits, and programs that contribute to an inclusive work environment where all employees are valued and have equal opportunities.

Section 4: Pro-women brand: Gauges how a company is perceived by stakeholders considering factors such as supply chain and how women are portrayed in advertising.

Learn more here

The Women’s Empowerment Principles: Reporting on Progress

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • UN Global Compact, UN Women

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Implementation

TARGET UNIT
  • Corporate Reporting, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

The Women's Empowerment Principles: Reporting on Progress

UN Global Compact, UN Women
The UN Women and UN Global Compact have produced this gender-specific guidance that offers practical advice on how to report on each of the seven Women’s Empowerment Principles. It provides general reporting approaches and specific examples of disclosures and performance indicators for each Principle. Importantly, the guidance aligns with established reporting frameworks such as the Global Reporting Initiative (GRI), and can be integrated into businesses’ UN Global Compact Communication on Progress (COP).

To learn more, click here.

Women in Governance Parity Certification

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Women in Governance

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Women in Governance Parity Certification

Women in Governance
The Women in Governance Parity Certification is an assessment tool designed to increase women’s representation in workplaces, especially those sectors or roles where women have been traditionally underrepresented. Organizations with more than 400 employees can apply for certification.

Levels of Certification:

Bronze
Silver/Argent
Gold/Or
Platinum/Platine

Assessment Criteria:

  • Strategy: Governance and Visions – policies and practices related to strategic direction and decisionmaking, an organization’s commitment and pursuit of parity, and how it is building an inclusive pipeline
  • Action: Collective Enablers – demonstrates policies, practices, and actions focused on achieving parity at all levels
  • Result: Equity – the outcomes of gender equality strategy and actions have resulted in progress towards parity in representation at all levels, in promotion and hiring, and in salary

The methodology (questionnaire) was developed with assistance from McKinsey & Company in 2016, and Women in Governance has a number of partners and consultants that conduct the evaluation.

Certification Process:

  1. Assessment – complete pre-qualification and questionnaire
  2. Certification – receive a level of certification and customized report
  3. Gender Parity Community – participate in HR forums and women in leadership events
  4. Recognition and Branding – attend the annual recognition gala and leverage certification
  5. Enablement Services – develop a Roadmap to Parity
  6. Recertification – sustain gender parity

Completing the certification questionnaire can take between eight and 15 hours, depending on whether or not an organization has assembled all required information. Women in Governance provides a customized report following the assessment and has an “Enablement Services” offering which can further support progress to implement and build on the report.

Recertification Process:

Organizations are required to recertify every year to encourage continuous work towards gender parity by inputting their new or revised data into a confidential online platform. If a company has not made improvements, they can maintain their current level, but they can also drop levels if they regress.

To read more about the Women in Governance Parity Certification, click here.

The Gender Equality Seal Programme

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • UNDP

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

The Gender Equality Seal Programme

UNDP
The UNDP Gender Equality Seal launched in 2009 with a pilot program in Latin America, recognizes organizations for meeting specific standards to promote gender equality and empower women. The UNDP works with governments to create the framework of the Seals, which are rooted in International Labour Organization conventions, the Women’s Empowerment Principles, and human rights and sustainable business practices. The UNDP’s involvement in the program once the Seal has been developed depends on the country, and ranges from complete involvement in training advisors and auditors and working with companies to get certified, to only a strategic involvement as advisors when a government takes over the implementation of the program and incorporates it into a ministry or a department.

Levels of Certification:

Not all National Certifications programmes have multilevel certifications. However, the base model at a regional level establishes the following levels:

Bronze Seal – Symbolizes commitment to close gaps and promote gender equality (complying with more than 60% of the established benchmarks)
Silver Seal – Symbolizes effectively implementing actions to close gender gaps (complying with 70% to 80% of the established benchmarks)
Gold Seal – Symbolizes the effective and systematic closure of gender gaps (complying with more than 80% of the established benchmarks)

Assessment Criteria:

  • Organization Profile and Productivity: Facts about organizations related to size, industry, location, and financial metrics
  • Personnel Profile: Employee perspective and experience related to presence/absence of women
  • Recruitment, Selection, and Hiring: Evaluate actions from gender perspective to identify gaps
  • Professional Development and Performance: Perspective and experience of employees related to ratio or distribution of women across different segments of the organization
  • Remuneration: Alignment with fair wages and principles of equal pay for work of equal value
  • Prevention of Harassment in the Workplace: Examines measures (or lack thereof) to prevent incidents of sexual harassment, instances or cases, and how they are resolved
  • Work-Life Balance with Shared Social Responsibilities: Assess work-life balance policies and if they result in equal opportunity
  • Communication: Measure degree of gender equality in internal and external communication
  • Supply chains (newly added pillar): Inclusion of gender sensitive practices among the supply chain

Regardless of the country, the basic assessment dimensions and topics stay the same, but the requirements and further diagnosis instruments in the nationally owned Seals can be tailored to each country (e.g. if domestic violence rates are higher than typical, the certification can include additional questions on this issue). Companies that are located or operate in a country with a Seal program can apply for certification, as well as these companies’ individual business units and lines. Multinational companies (and those companies that are located in a country without the National Certification Programme) will be able to apply for a UNDPs award through the GES for Multi National Corporations (GES4MNC) programme, which is currently being piloted.

Certification Process:

  1. Communicate commitment to gender equality, establish a gender equality committee, and train senior management and staff
  2. Companies conduct an internal self-assessment and staff survey
  3. Based on the self-assessment and survey results, companies develop and execute an action plan that works towards reducing inequalities
  4. Following the implementation of the action plan, companies apply for third-party assessment and verification to achieve a certificate
  5. Following certification, companies monitor ongoing process and work to maintain or advance to the next Seal level

The self-assessment and staff survey phase typically takes 15 days to one month, but it can take as long as six months if a company does not have the data assembled. The implementation period typically takes from 8 to 24 months.

Data including a staff survey is submitted to a confidential and secure online platform called Equality@Work. The microdata entered is not shared with anyone, but companies and UNDP advisors have access to the aggregated data. The government receives a final diagnosis report with aggregated data from the analysed sectors, but this report does not identify individual companies. Third-party auditors are determined by the government, either opting for a normalized model (with a central standardized auditing body) or a national standard model (there is no centralized auditing body and UNDP can recommend and train auditors).

Recertification Process:Each country has different rules for recertification, but typically, the certifications last for two to three years and a mid-term internal audit is required to ensure companies are active and making improvements after certification. If a company applies for recertification but they have not advanced, they are allowed to stay at the same level for six months to make changes before reapplying. Some countries allow this process to continue, others will take away the Seal if this process occurs two times in a row. Companies can also lose their Seal if they are seen to be violating labour rights or legal standards.

To read more about the Gender Equality Seal Programme, click here.

EDGE Certification

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • EDGE Strategy

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

EDGE Certification

EDGE Strategy
The EDGE assessment methodology and certification was launched in 2011 by the EDGE Certified Foundation at the Annual Meeting of the World Economic Forum. The Foundation’s commercial branch, EDGE Strategy, helps companies apply for certification.

Levels of Certification:

EDGE Assess – Recognizing Commitment

EDGE Move – Showcasing Progress

EDGE Lead – Celebrating Success

Assessment Criteria:

  • Gender Representation: Strong gender balance at all levels of the organization
  • Pay Equity: A statistically insignificant unexplained gender pay gap
  • Effective Policies & Practices: A solid framework of effective policies and practices to ensure equitable career flows for both women and men
  • Inclusive Culture: An inclusive culture as reflected in employees’ high ratings in terms of career development opportunities

EDGE offers certification for country and global levels as well as business units or lines. Organizations are eligible for a global certification if they first complete a country certification, and 80 percent of their global workforce meets the EDGE standards. The business unit certification is typically completed as a pilot test for an organization or as a result of the ambitions of the business unit’s leader.

Certification Process:

  1. Measure – complete an online assessment
  2. Benchmark – see where your organization stands against the EDGE Standard and peer organizations and use these results to form an action plan
  3. Get Certified – an independent audit reveals what certification your organization will achieve
  4. Communicate – display and publicize your results
  5. Take Action – implement the EDGE action plan and strategic roadmap, and stay connected to emerging best practices within the EDGE community

On average it takes three months for an organization to prepare for the third-party audit required to achieve EDGE certification. The EDGE certification relies on third-party assessments and regulations regarding parties’ interaction: the EDGE Certified Foundation created and owns the methodology, but does not work with the companies; EDGE Strategy has permission to use the methodology and works with the companies but does not interact with the Foundation or the auditors; the auditors are trained by the Foundation but do not influence the standards or interact with companies.

Recertification Process:

Certifications are valid for two years. If an organization opts to forgo recertification when the time comes, it is disqualified from recertifying after that point for two years. To receive an “Assess” ranking, an organization has to go through the evaluation process and commit to implement action to improve, but an organizations can only hold the “Assess” certification without progressing for six years.

To read more about EDGE Certification, click here.

8 Ways to Measure Diversity That Have Nothing to Do With Hiring

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ATTRIBUTES
  • Career Development
  • Measuring and Evaluating
  • Organizational Culture
  • Supply Chain

SOURCE
  • Fortune

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

8 Ways to Measure Diversity That Have Nothing to Do With Hiring

Fortune
This article illustrates eight unique ways to measure the effectiveness of a business’s diversity and inclusion programs, beyond hiring and recruitment data.

The eight components to consider while measuring diversity are:

  1. Title and level within the company
  2. Rate and time of promotions
  3. Access to special projects
  4. Exposure to upper management
  5. Evaluate partnerships
  6. Check support groups
  7. Consider age
  8. Supplier diversity program

 

To learn more, click here.

Measuring Progress

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ATTRIBUTES
  • Goal Setting
  • Intersectionality
  • Measuring and Evaluating

SOURCE
  • Project Include

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Measuring Progress

Project Include
Project Include is a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions by offering recommendations about measuring diversity and inclusion progress in an organization.

Some recommendations include:

  • Set employee, leadership, board, and investor demographic diversity goals
  • Regularly conduct thoughtfully designed employee engagement surveys and demographic data
  • Regularly review and update data policies
  • Use inclusive demographic breakdowns, such as race, gender, and family status
  • Use existing metric definitions and surveys that have been effective in the past
  • Use metrics that are consistent across the industry
  • Be transparent about data findings internally and share some data externally
  • Ensure all sensitive data is stored and handled appropriately

To learn more, click here.

Meaningful Metrics for Diversity and Inclusion

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ATTRIBUTES
  • Goal Setting
  • Measuring and Evaluating

SOURCE
  • Include Empower

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Meaningful Metrics for Diversity and Inclusion

Include Empower

This resource provides a series of steps to help organizations set, evaluate, and analyze meaningful diversity and inclusion progress.

There are nine steps in the series:

  1. Define which diversity dimensions you will monitor: Organizations can extend measurements beyond gender to other relevant metrics: such as race, ethnicity, and age.
  2. Review data policies: Ensure that data policies follow legal and ethical requirements.
  3. Select Metrics
    1. Identify bias blind spots: Representation, retention, recruitment, selection, promotion, development, pay and benefits, employee engagement, employee focus groups, etc.
    2. Track progress: Membership of ERGs, participation rates in formal mentoring programs or sponsorship schemes, participation rates in D&I training programs, etc.
    3. Measure return on investment: Revenue generated by new products or services, market share, cost savings, etc.
  4. Establish baseline measures: Use baseline measures to track impact/progress of an initiative by comparing results with the baseline measure.
  5. Set targets that are ambitious enough to encourage effort but realistic enough to avoid resistance.
  6. Assign responsibility and establish accountability at top levels (CEO, Board of Directors) through scorecards and other performance management tools.
  7. Track and analyze results: Have a formal plan for measuring progress and assign responsibility for reporting and responding to the findings.
  8. Report results and outline new initiatives: All results and rectification plans should be transparent internally for employee access and selected metrics should be disclosed externally.
  9. Review metrics regularly and change them as needed as the D&I program matures and business goals change.

To learn more, click here.